Unit managers’ perceptions of compassion fatigue among nurses at private hospitals in the Eastern Cape
- Authors: Els, Lisa Victoria
- Date: 2023-04
- Subjects: Medical personnel -- Job stress , Burn out (Psychology) -- Treatment , Compassion
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/69637 , vital:78002
- Description: Caring has been described in literature as encompassing empathy, attentiveness, experience, and sensitivity, which is then translated into nursing bedside practice. However, the cost of caring may cause nurses to become withdrawn and unable to care for their patients. This phenomenon is called compassion fatigue (CF), where nurses feel unable to respond to their patients and become withdrawn from stressful scenarios in the unit. CF is prevalent globally among nurses based in all hospital disciplines. The aim of the study is to explore unit managers’ perceptions of CF among nurses in private hospitals in the Eastern Cape in order to develop recommendations for UMs on how to respond to CF among nursing staff. The study used a qualitative, exploratory-descriptive approach. The researcher used Williams, McDowell and Kautz’s (2011) Caring Leadership Model to explore the UMs’ perceptions of CF. The population chosen for this study was the UMs in private hospitals in the Eastern Cape. A minimum of 12 UMs were purposively sampled to take part in the study. Data was collected by means of semi-structured individual interviews. Lincoln and Guba’s four criteria of trustworthiness, namely: credibility, conformability, dependability and transferability were applied to enhance the quality of the study. The researcher upheld the ethical standards of the Belmont Report throughout the course of the study. Five themes were identified using Braun and Clarke’s data analysis method. The themes identified were: Theme 1: UMs’ perceptions of the manifestations of CF among their nursing staff; Theme 2: UMs’ perceptions of contributors to CF among their nursing staff; Theme 3: UMs identified that patient outcomes may have been hindered by CF among their nursing staff; Theme 4: UMs sought to enhance the well-being of their nursing staff which may have mitigated possible CF; Theme 5: Suggestions by UMs regarding UM self-awareness and improved support for each other. Hence the complex phenomenon of CF was explored through the UMs’ descriptions of their perceptions as leaders of nurses in the nursing practice setting. The UMs shared the difficulty of their roles, most especially related to how they struggled to vi support their staff while at the same time, feeling unsupported themselves. UMs were struggling, with staff who appeared to have CF. UMs reported that staff seemed more irritable, and angry. Added to these changes in behaviour, were signs that staff were not coping with the workload as well as with very ill patients. These changes in behaviour, signs of emotional and physical fatigue as well as higher rates of absenteeism all seemed to be aligned with the classical signs and symptoms of CF as described in much of the literature. Once the themes had been identified, a modified version of the AGREE II tool was used as a framework to develop the following recommendations: Recommendation 1: Facilitate UM peer support regarding CF management; Recommendation 2: Train UMs regarding CF and related conditions; Recommendation 3: Assist UMs to support their staff who are exhibiting CF. , Thesis (MCur) -- Faculty of Health Sciences, School of Clinical Care & Medicinal Sciences, 2023
- Full Text:
- Date Issued: 2023-04
- Authors: Els, Lisa Victoria
- Date: 2023-04
- Subjects: Medical personnel -- Job stress , Burn out (Psychology) -- Treatment , Compassion
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/69637 , vital:78002
- Description: Caring has been described in literature as encompassing empathy, attentiveness, experience, and sensitivity, which is then translated into nursing bedside practice. However, the cost of caring may cause nurses to become withdrawn and unable to care for their patients. This phenomenon is called compassion fatigue (CF), where nurses feel unable to respond to their patients and become withdrawn from stressful scenarios in the unit. CF is prevalent globally among nurses based in all hospital disciplines. The aim of the study is to explore unit managers’ perceptions of CF among nurses in private hospitals in the Eastern Cape in order to develop recommendations for UMs on how to respond to CF among nursing staff. The study used a qualitative, exploratory-descriptive approach. The researcher used Williams, McDowell and Kautz’s (2011) Caring Leadership Model to explore the UMs’ perceptions of CF. The population chosen for this study was the UMs in private hospitals in the Eastern Cape. A minimum of 12 UMs were purposively sampled to take part in the study. Data was collected by means of semi-structured individual interviews. Lincoln and Guba’s four criteria of trustworthiness, namely: credibility, conformability, dependability and transferability were applied to enhance the quality of the study. The researcher upheld the ethical standards of the Belmont Report throughout the course of the study. Five themes were identified using Braun and Clarke’s data analysis method. The themes identified were: Theme 1: UMs’ perceptions of the manifestations of CF among their nursing staff; Theme 2: UMs’ perceptions of contributors to CF among their nursing staff; Theme 3: UMs identified that patient outcomes may have been hindered by CF among their nursing staff; Theme 4: UMs sought to enhance the well-being of their nursing staff which may have mitigated possible CF; Theme 5: Suggestions by UMs regarding UM self-awareness and improved support for each other. Hence the complex phenomenon of CF was explored through the UMs’ descriptions of their perceptions as leaders of nurses in the nursing practice setting. The UMs shared the difficulty of their roles, most especially related to how they struggled to vi support their staff while at the same time, feeling unsupported themselves. UMs were struggling, with staff who appeared to have CF. UMs reported that staff seemed more irritable, and angry. Added to these changes in behaviour, were signs that staff were not coping with the workload as well as with very ill patients. These changes in behaviour, signs of emotional and physical fatigue as well as higher rates of absenteeism all seemed to be aligned with the classical signs and symptoms of CF as described in much of the literature. Once the themes had been identified, a modified version of the AGREE II tool was used as a framework to develop the following recommendations: Recommendation 1: Facilitate UM peer support regarding CF management; Recommendation 2: Train UMs regarding CF and related conditions; Recommendation 3: Assist UMs to support their staff who are exhibiting CF. , Thesis (MCur) -- Faculty of Health Sciences, School of Clinical Care & Medicinal Sciences, 2023
- Full Text:
- Date Issued: 2023-04
Service as a leadership competency at Director/CEO level
- Authors: Chilton, Ilse Mercia
- Date: 2022-12
- Subjects: Leadership Moral and ethical aspects , Servant leadership , Compassion , Humility , Integrative thinking , Critical incident technique , Transformational leadership
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419075 , vital:71614
- Description: Given ethical failures in leadership, the actions and decisions of leaders are receiving renewed attention based on the role business plays in society. Business leaders need to demonstrate their willingness to consider their influence on society and not merely consider the demands and expectations of shareholders. Leaders must consider the ethical lens through which their decisions and actions are perceived. Service as a leadership competency can develop ethical leadership. Currently, service is not clearly defined and understood, and Pearse (2017) proposes five interrelated elements of service as a competency, namely individualised consideration, compassion, motivation to lead, humility and integrated thinking. The study examined if the five interrelated service elements are present when a leader at Director/CEO level exercises an act of service towards a follower. The study adopted a qualitative deductive thematic approach, collecting data through semi-structured interviews and using the critical incident technique to guide the interviews. The study's findings support the research proposition that service as a leadership competency consists of the five elements, but with some of these elements expanded. Service as a leadership competency is recommended to develop high-quality social relationships within an organisation, which will positively impact the corporate culture. Organisations can recruit and select leaders based on ethical leadership requirements and integrate these into performance management systems. Recommendations for further research have also been made. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2022-12
- Authors: Chilton, Ilse Mercia
- Date: 2022-12
- Subjects: Leadership Moral and ethical aspects , Servant leadership , Compassion , Humility , Integrative thinking , Critical incident technique , Transformational leadership
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/419075 , vital:71614
- Description: Given ethical failures in leadership, the actions and decisions of leaders are receiving renewed attention based on the role business plays in society. Business leaders need to demonstrate their willingness to consider their influence on society and not merely consider the demands and expectations of shareholders. Leaders must consider the ethical lens through which their decisions and actions are perceived. Service as a leadership competency can develop ethical leadership. Currently, service is not clearly defined and understood, and Pearse (2017) proposes five interrelated elements of service as a competency, namely individualised consideration, compassion, motivation to lead, humility and integrated thinking. The study examined if the five interrelated service elements are present when a leader at Director/CEO level exercises an act of service towards a follower. The study adopted a qualitative deductive thematic approach, collecting data through semi-structured interviews and using the critical incident technique to guide the interviews. The study's findings support the research proposition that service as a leadership competency consists of the five elements, but with some of these elements expanded. Service as a leadership competency is recommended to develop high-quality social relationships within an organisation, which will positively impact the corporate culture. Organisations can recruit and select leaders based on ethical leadership requirements and integrate these into performance management systems. Recommendations for further research have also been made. , Thesis (MBA) -- Faculty of Commerce, Rhodes Business School, 2023
- Full Text:
- Date Issued: 2022-12
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